Carleas:
I’m not feeling much inspiration to deal seriously with this thread; however, your participation seems sincere.
I’m uninterested in a brand of feminism that holds the ideal above and beyond valid scientific findings. It would just be a shadow game, adding more fuel to the ‘enemy’s’ fire, as it were. With that said, there’s a difference between the morality of the social and political imposition of gender (or any other) discrimination and empirical findings regarding biological similarities or differences between the sexes. Plain old vanilla information is no threat in and of itself and, in fact, it’s disinformation and ignorance that does us in, no?
That’s true, if you’re considering male curve versus female curve, the means may be different, but at any particular measurement there are always representatives of both genders. But the variance depends a lot on the tails of the distribution curve, populated by the fewest samples. Even when there’s only a small difference in the means of two distributions, the more extreme a score, the greater the disparity there will be in the two kinds of individuals having such a score. That is, the ratios get more extreme as you go farther out along the tail. This is not insignificant in the empirical sense, of course. But there’s a difference between denoting difference and inferring that denotation in a discrimatory manner, which you alluded to in your employment scenario. The problem is that you have some who over-emphasize these outer extremes to justify what are essentially social or political propositions.
Interestingly, research has shown that candidates for such jobs who are stellar – the highest of the high – are not viewed differently in terms of gender. It’s when you get to the much larger, more average group of candidates that you see gender-based bias when it comes to perceived productivity, quality of experience, suitability as a colleague.